Although the construct of work engagement has been extensively explored, a systematic meta-analysis based on a consistent categorization of engagement antecedents, outcomes, and well-being correlates is still lacking. The results of prior research reporting 533 correlations from 113 independent samples (k = 94, n = 119,420) were coded using a meta-analytic approach. The effect size for development resources (r =.45) and personal resources (r =.48) was higher than for social resources (r =.36) and for job resources (r =.37). Among the outcomes and well-being correlates explored, the effect size was highest for job satisfaction (r =.60) and commitment (r =.63). Furthermore, moderation analysis showed that (a) concerning the occupational role, work engagement finds a low association with turnover intention among civil servants, volunteer workers, and educators; (b) collectivist cultural environments reported a greater association of feedback with engagement than individualistic environments; (c) the relationship between personal resources and engagement was stronger among workers with university degrees than workers with high school diplomas. Furthermore, the absorption dimension showed a lower effect with all variables under investigation than vigor and dedication.

Work Engagement: A meta-Analysis Using the Job Demands-Resources Model / Mazzetti, G.; Robledo, E.; Vignoli, M.; Topa, G.; Guglielmi, D.; Schaufeli, W. B.. - In: PSYCHOLOGICAL REPORTS. - ISSN 0033-2941. - 2023:126.3(2023), pp. 1069-1107. [10.1177/00332941211051988]

Work Engagement: A meta-Analysis Using the Job Demands-Resources Model

Vignoli M.;
2023-01-01

Abstract

Although the construct of work engagement has been extensively explored, a systematic meta-analysis based on a consistent categorization of engagement antecedents, outcomes, and well-being correlates is still lacking. The results of prior research reporting 533 correlations from 113 independent samples (k = 94, n = 119,420) were coded using a meta-analytic approach. The effect size for development resources (r =.45) and personal resources (r =.48) was higher than for social resources (r =.36) and for job resources (r =.37). Among the outcomes and well-being correlates explored, the effect size was highest for job satisfaction (r =.60) and commitment (r =.63). Furthermore, moderation analysis showed that (a) concerning the occupational role, work engagement finds a low association with turnover intention among civil servants, volunteer workers, and educators; (b) collectivist cultural environments reported a greater association of feedback with engagement than individualistic environments; (c) the relationship between personal resources and engagement was stronger among workers with university degrees than workers with high school diplomas. Furthermore, the absorption dimension showed a lower effect with all variables under investigation than vigor and dedication.
2023
126.3
Mazzetti, G.; Robledo, E.; Vignoli, M.; Topa, G.; Guglielmi, D.; Schaufeli, W. B.
Work Engagement: A meta-Analysis Using the Job Demands-Resources Model / Mazzetti, G.; Robledo, E.; Vignoli, M.; Topa, G.; Guglielmi, D.; Schaufeli, W. B.. - In: PSYCHOLOGICAL REPORTS. - ISSN 0033-2941. - 2023:126.3(2023), pp. 1069-1107. [10.1177/00332941211051988]
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Utilizza questo identificativo per citare o creare un link a questo documento: https://hdl.handle.net/11572/329769
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